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Elise Marescaux
Lille Catholic University
34Publications
3H-index
15Citations
Publications 35
Newest
#1Anand Prema Aschwin Van Zelderen (Katholieke Universiteit Leuven)
#2Nicky Dries (Katholieke Universiteit Leuven)H-Index: 22
Last.Elise Marescaux (Lille Catholic University)H-Index: 3
view all 3 authors...
Source
#1Yasin RofcaninH-Index: 7
#2Mireya Las Heras (University of Navarra)
Last.Berrin Erdogan (PSU: Portland State University)H-Index: 25
view all 6 authors...
Source
#1Yasin RofcaninH-Index: 7
#2Mireia Las Heras (University of Navarra)H-Index: 8
Last.Berrin ErdoganH-Index: 25
view all 6 authors...
#1Emma Ida Elisa Maria Raets (Katholieke Universiteit Leuven)
#2Sophie De Winne (Katholieke Universiteit Leuven)H-Index: 10
Last.Elise Marescaux (Lille Catholic University)H-Index: 3
view all 4 authors...
Source
#1Elise Marescaux (Lille Catholic University)H-Index: 3
#2Sophie De WinneH-Index: 10
Last.Anneleen ForrierH-Index: 14
view all 3 authors...
5 CitationsSource
#1Yasin Rofcanin (University of Bath)H-Index: 7
#2Aykut Berber (Istanbul University)H-Index: 3
Last.Mine Afacan Findikli (Beykent University)H-Index: 2
view all 6 authors...
This paper conceptualizes ‘HR differentiation’ as a set of deliberate and differentiating HR practices across individuals within the organization to address employees’ unique work needs and preferences as well as reward them for their input. Despite the importance of HR differentiation, research has mainly focused on the recipients of such practices, overlooking the consequences of HR differentiation from co-workers’ perspective. This is a significant omission because a growing concern suggests ...
Source
#1Elise Marescaux (Lille Catholic University)H-Index: 3
#2Sophie De Winne (Katholieke Universiteit Leuven)H-Index: 10
Last.Luc Sels (Katholieke Universiteit Leuven)H-Index: 29
view all 3 authors...
This study focuses on a third-party perspective of idiosyncratic deals (i-deals). More specifically, we look into the differential judgments co-workers make about i-deals in their work environment, as well as their reactions. Based on equity theory, we examine to what extent the content of the i-deal and the work context (i.e., the functional dependence between co-worker and i-dealer) explain co-worker judgments regarding i-deal fairness in addition to subsequent voice behavior (i.e., complainin...
1 CitationsSource
#1Elise MarescauxH-Index: 3
#2Luc SelsH-Index: 6
Last.Sophie De WinneH-Index: 10
view all 3 authors...
This study focuses on a third-party perspective of idiosyncratic deals (i-deals). More specifically, we look into the differential judgments co-workers make about i-deals in their work environment, as well as their reactions. Based on equity theory, we examine to what extent the content of the i-deal and the work context (i.e., the functional dependence between co-worker and i-dealer) explain co-worker judgments regarding i-deal fairness in addition to subsequent voice behavior (i.e., complainin...
#1Yasin RofcaninH-Index: 7
#2Aykut Berber (Istanbul University)H-Index: 3
Last.Mine Afacan Findikli (Beykent University)H-Index: 2
view all 6 authors...
#1Elise Marescaux (Lille Catholic University)H-Index: 3
#2Yasin RofcaninH-Index: 7
Last.Mireia Las Heras (University of Navarra)H-Index: 8
view all 3 authors...
In a context characterized by harsh competition, time pressure and increasing turnover of employees, a key issue for managers and organizations is to help employees in their juggling between work and family. As such, family supportive supervisor behavior (FSSB) has been established as a key element contributing to employees’ attitudes, well-being and behavior at work. Yet, employees and supervisors might not necessarily see eye to eye concerning FSSB. The main aim of this research is to explore ...
Source
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